{"id":7135,"date":"2020-11-10T09:31:02","date_gmt":"2020-11-10T09:31:02","guid":{"rendered":"https:\/\/www.synergita.com\/blog\/?p=7135"},"modified":"2020-11-10T09:31:02","modified_gmt":"2020-11-10T09:31:02","slug":"development-focused-performance-practices-during-remote-working","status":"publish","type":"post","link":"https:\/\/newtest.synergita.com\/blog\/development-focused-performance-practices-during-remote-working\/","title":{"rendered":"Development Focused Performance Practices During Remote Working"},"content":{"rendered":"\n<div style=\"height:10px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h4 class=\"wp-block-heading\">About Our Speaker&nbsp;<\/h4>\n\n\n\n<p>&nbsp;<br>Catherine is a strategic HR consultant, coach, and trainer, who partners with clients to replace toxic workplace behaviors and cultures with positive, respectful ones. Catherine has presented keynotes around the world, has appeared on the likes of CNN and NPR as an expert and has been cited as an expert in Inc Magazine, Entrepreneur, USA Today, and more. She was also a regular contributor to Forbes.com.&nbsp;<br>&nbsp;<\/p>\n\n\n\n<p>Catherine has written three books:&nbsp;<br>&#8211; &#8220;BACK OFF! Your Kick-Ass Guide to Ending Bullying at Work&#8221; &#8211; hailed as the \u201cmost comprehensive and valuable handbook on the topic\u201d by international leadership and business guru Ken Blanchard.&nbsp;<br>&#8211; &#8220;Seeking Civility: How Leaders, Managers &amp; HR Can Create a Workplace Free of Bullying&#8221;&nbsp;<br>&#8211; &#8220;Stand Up, Speak Out Against Workplace Bullying: Your Guide to Survival &amp; Victory Through 23 Real Life Testimonies.&#8221;&nbsp;<\/p>\n\n\n\n<div style=\"height:10px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<figure class=\"wp-block-embed-youtube aligncenter wp-block-embed is-type-video is-provider-youtube wp-embed-aspect-16-9 wp-has-aspect-ratio\"><div class=\"wp-block-embed__wrapper\">\n<iframe loading=\"lazy\" title=\"Development focused performance practices during remote working\" width=\"840\" height=\"473\" src=\"https:\/\/www.youtube.com\/embed\/v9KYHw4j2fE?feature=oembed\" frameborder=\"0\" allow=\"accelerometer; autoplay; clipboard-write; encrypted-media; gyroscope; picture-in-picture; web-share\" referrerpolicy=\"strict-origin-when-cross-origin\" allowfullscreen><\/iframe>\n<\/div><\/figure>\n\n\n\n<h4 class=\"wp-block-heading\">A Peek into the Podcast&nbsp;<\/h4>\n\n\n\n<div style=\"height:10px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<p>01:22&nbsp;&#8211; 02:10&nbsp;&#8211; How much is the influence of a strong culture on the performance management practices of the organizations?&nbsp;<\/p>\n\n\n\n<p>02:25 &#8211; 04:02&nbsp;&#8211;&nbsp;Is there anything going to change in terms of how the performance managers approach?&nbsp;<\/p>\n\n\n\n<p>04:27&nbsp;&#8211; 05:27&nbsp;&#8211; What are the challenges in linking the positive culture and employee development?&nbsp;<\/p>\n\n\n\n<p>05:29&nbsp;&#8211; 07:28&nbsp;&#8211; What are the certain best practices would you suggest for improving employee engagement in the right way?&nbsp;<\/p>\n\n\n\n<p>07:29&nbsp;&#8211; 08:08&nbsp;&#8211; Is training required for HR folks too?&nbsp;<\/p>\n\n\n\n<div style=\"height:10px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h4 class=\"wp-block-heading\">The Challenges Confronted by HR in this Pandemic&nbsp;&nbsp;<\/h4>\n\n\n\n<div style=\"height:10px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<p><strong><em>So, interesting times, these days, you know, I keep talking all the time in our podcast, like,&nbsp;<\/em><\/strong><strong><em>I<\/em><\/strong><strong><em>&nbsp;<\/em><\/strong><strong><em>can&#8217;t<\/em><\/strong><strong><em>&nbsp;probably&nbsp;<\/em><\/strong><strong><em>say<\/em><\/strong><strong><em>&nbsp;enough that these are amazing times&nbsp;<\/em><\/strong><strong><em>as<\/em><\/strong><strong><em>&nbsp;HR is getting transformed and also, these are the times where the HR is looking to add a positive work culture in their organizations, and also<\/em><\/strong><strong><em>,<\/em><\/strong><strong><em>&nbsp;they have to make sure that the performance of the employees&nbsp;<\/em><\/strong><strong><em>remains<\/em><\/strong><strong><em>&nbsp;strong. So<\/em><\/strong><strong><em>,<\/em><\/strong><strong><em>&nbsp;how much is the influence of a strong culture&nbsp;<\/em><\/strong><strong><em>on<\/em><\/strong><strong><em>&nbsp;the performance management practices of the&nbsp;<\/em><\/strong><strong><em>organizations<\/em><\/strong><strong><em>&nbsp;what you have seen, and how it impacts each other<\/em><\/strong><strong><em>?<\/em><\/strong>&nbsp;<\/p>\n\n\n\n<p>Yeah, I think they\u2019re definitely intertwined&nbsp;in fact often&nbsp;that&nbsp;it&#8217;s a major part of what we&#8217;re doing when we&#8217;re working with organizations on culture changes to adjust their performance management.&nbsp;I&nbsp;mean,&nbsp;truly in the big picture,&nbsp;performance management is about candid feedback that&#8217;s going both ways tying people\u2019s goals to the organizational goals so that they&#8217;re growing together.&nbsp;I&nbsp;mean,&nbsp;all of those&nbsp;Nuggets&nbsp;you hear about when we&#8217;re talking about employee engagement or positive culture,&nbsp;those are all the same exact&nbsp;nuggets&nbsp;that&nbsp;we&#8217;re&nbsp;talking about with performance management.&nbsp;So there, they\u2019re&nbsp;definitely very intertwined.&nbsp;<\/p>\n\n\n\n<p><strong><em>I<\/em><\/strong><strong><em>f you look at performance management<\/em><\/strong><strong><em>,<\/em><\/strong><strong><em>&nbsp;let&#8217;s say our&nbsp;<\/em><\/strong><strong><em>colleague<\/em><\/strong><strong><em>,<\/em><\/strong><strong><em>&nbsp;<\/em><\/strong><strong><em>I<\/em><\/strong><strong><em>&nbsp;won&#8217;t call it&nbsp;<\/em><\/strong><strong><em>new<\/em><\/strong><strong><em>&nbsp;normal&nbsp;<\/em><\/strong><strong><em>and I think&nbsp;<\/em><\/strong><strong><em>there are so many buzzwords now post pandemic, new normal. I<\/em><\/strong><strong><em>s there anything&nbsp;<\/em><\/strong><strong><em>going to<\/em><\/strong><strong><em>&nbsp;change in terms of how&nbsp;<\/em><\/strong><strong><em>the&nbsp;<\/em><\/strong><strong><em>performance&nbsp;<\/em><\/strong><strong><em>managers<\/em><\/strong><strong><em>&nbsp;<\/em><\/strong><strong><em>approach<\/em><\/strong><strong><em>?<\/em><\/strong><strong><em>&nbsp;<\/em><\/strong><strong><em>Any<\/em><\/strong><strong><em>&nbsp;change<\/em><\/strong><strong><em>&nbsp;in the&nbsp;<\/em><\/strong><strong><em>process<\/em><\/strong><strong><em>&nbsp;do you<\/em><\/strong><strong><em>&nbsp;recommend<\/em><\/strong><strong><em>?<\/em><\/strong><strong><em>&nbsp;<\/em><\/strong><strong><em>W<\/em><\/strong><strong><em>hat do you forecast<\/em><\/strong><strong><em>?<\/em><\/strong><strong><em>&nbsp;<\/em><\/strong>&nbsp;<\/p>\n\n\n\n<p>Yeah,&nbsp;I&nbsp;think&nbsp;the&nbsp;paradigm is definitely been shifting&nbsp;already before&nbsp;COVID&nbsp;from the annual review into monthly&nbsp;formal one on ones and that type of thing.&nbsp;I&nbsp;think that one-on-one monthly&nbsp;is&nbsp;gonna&nbsp;get even&nbsp;weekly or&nbsp;maybe twice a week&nbsp;because&nbsp;of the way we&#8217;re operating now. We almost need to touch base more often,&nbsp;so&nbsp;I&nbsp;do think&nbsp;those performance conversations will get more and more sort of informal as employees and managers are touching base a lot more often than to check in with each other&nbsp;\u201cWhat do&nbsp;I&nbsp;need to be doing today?\u201d&nbsp;\u201cWhat are you doing today?\u201d&nbsp;&#8220;What has to happen?\u201d&nbsp;So,&nbsp;I&nbsp;think that&#8217;s&nbsp;one big&nbsp;change that&nbsp;we will get more informal.&nbsp;I&nbsp;also hope and&nbsp;I&nbsp;was talking about this before&nbsp;COVID&nbsp;but would like to see this even more so with&nbsp;COVID&nbsp;that emotions and&nbsp;vulnerability&nbsp;has to be&nbsp;a&nbsp;part of the conversation now at work. It has always been that you don\u2019t get emotional at work,&nbsp;don&#8217;t cry at work,&nbsp;and that type of thing&nbsp;and&nbsp;we&#8217;re all vulnerable right now.&nbsp;We&#8217;re&nbsp;all&nbsp;in&nbsp;high&nbsp;stress,&nbsp;and&nbsp;I&nbsp;think it&#8217;s&nbsp;gonna&nbsp;take a long&nbsp;time for us all to get&nbsp;over our&nbsp;PTSD that we&#8217;re&nbsp;gonna&nbsp;have&nbsp;once this is over. So,&nbsp;just making&nbsp;more room for that&nbsp;vulnerability is going to be an important part of the performance conversations&nbsp;as well.&nbsp;&nbsp;<\/p>\n\n\n\n<p><strong><em>A<\/em><\/strong><strong><em>nd<\/em><\/strong><strong><em>&nbsp;<\/em><\/strong><strong><em>I think that\u2019s all the talks&nbsp;<\/em><\/strong><strong><em>about how important the culture has to be people-friendly, right? A lot of companies have performance&nbsp;<\/em><\/strong><strong><em>practices based on employee development, how they are focusing on making sure the employee&nbsp;<\/em><\/strong><strong><em>develops<\/em><\/strong><strong><em>&nbsp;in the company. T<\/em><\/strong><strong><em>here seems to be some kind of disconnect in achieving it<\/em><\/strong><strong><em>. I<\/em><\/strong><strong><em>t&#8217;s like<\/em><\/strong><strong><em>&nbsp;there are some challenges in terms of how people and companies can link the positive culture and employee development. What\u2019s your take on it?<\/em><\/strong><strong><em>&nbsp;<\/em><\/strong>&nbsp;<\/p>\n\n\n\n<p>Yeah,&nbsp;I think it goes back to what I was just saying that&nbsp;employee&nbsp;development feels&nbsp;often very formal&nbsp;like what are your formal goals,&nbsp;let&#8217;s get those formal goals&nbsp;written&nbsp;now,&nbsp;and that&#8217;s&nbsp;important&nbsp;certainly.&nbsp;We all need to have goals&nbsp;and achieve them but&nbsp;there&#8217;s more to a&nbsp;person than that and&nbsp;there&#8217;s more to growth that just setting tangible goals and achieving them.&nbsp;So,&nbsp;I&nbsp;think if we turn&nbsp;our employee development&nbsp;towards developing the whole person,&nbsp;thinking about their career along with the organizational goals,&nbsp;thinking about&nbsp;performance management&nbsp;as a&nbsp;whole person&nbsp;process,&nbsp;not just the work&nbsp;or the&nbsp;quantitative part.&nbsp;&nbsp;<\/p>\n\n\n\n<p><strong><em>T<\/em><\/strong><strong><em>he biggest challenges for&nbsp;<\/em><\/strong><strong><em>the HR de<\/em><\/strong><strong><em>partment right now<\/em><\/strong><strong><em>,<\/em><\/strong><strong><em>&nbsp;they have to be engaging with the employees even more<\/em><\/strong><strong><em>,<\/em><\/strong><strong><em>&nbsp;not&nbsp;<\/em><\/strong><strong><em>just engage but doing the right&nbsp;<\/em><\/strong><strong><em>communication<\/em><\/strong><strong><em>,<\/em><\/strong><strong><em>&nbsp;<\/em><\/strong><strong><em>choosing&nbsp;<\/em><\/strong><strong><em>the right words<\/em><\/strong><strong><em>,<\/em><\/strong><strong><em>&nbsp;not&nbsp;<\/em><\/strong><strong><em>over<\/em><\/strong><strong><em>doing it<\/em><\/strong><strong><em>,<\/em><\/strong><strong><em>&nbsp;at the same<\/em><\/strong><strong><em>&nbsp;<\/em><\/strong><strong><em>time<\/em><\/strong><strong><em>&nbsp;trusting your&nbsp;<\/em><\/strong><strong><em>employee that they are doing the right thing,&nbsp;<\/em><\/strong><strong><em>what are&nbsp;<\/em><\/strong><strong><em>the&nbsp;<\/em><\/strong><strong><em>certain best practices&nbsp;<\/em><\/strong><strong><em>would you suggest?<\/em><\/strong>&nbsp;<\/p>\n\n\n\n<p>Well,&nbsp;unfortunately,&nbsp;I think it has to do with just the managers\u2019&nbsp;personality and probably,&nbsp;the relationship before all of this.&nbsp;So,&nbsp;I&nbsp;am in the&nbsp;space of&nbsp;workplace bullying&nbsp;and&nbsp;addressing toxic cultures,&nbsp;and&nbsp;so&nbsp;if you have&nbsp;managers&nbsp;and&nbsp;supervisors who&nbsp;are toxic already or&nbsp;not that&nbsp;great, they don\u2019t even&nbsp;necessarily have to be toxic but they&#8217;re&nbsp;gonna&nbsp;continue down that way.&nbsp;They&#8217;re not all of a sudden&nbsp;going to&nbsp;be some great manager&nbsp;or supervisor&nbsp;I&nbsp;would assume,&nbsp;and so&nbsp;I&nbsp;think it&nbsp;has&nbsp;a lot to do with the relationship that&nbsp;managers and&nbsp;supervisors&nbsp;were&nbsp;building prior to all of this.&nbsp;So,&nbsp;I&nbsp;don&#8217;t know,&nbsp;you can change that now other than for HR&nbsp;leaders&nbsp;to give managers and supervisors&nbsp;more&nbsp;training on having candid conversations,&nbsp;allowing people&nbsp;to be&nbsp;more&nbsp;vulnerable. One thing I see&nbsp;in&nbsp;toxic work environments&nbsp;all the time consistently is that managers and supervisors were never trained on how to have&nbsp;good&nbsp;conversations about behavior and performance. And&nbsp;so that,&nbsp;in my mind,&nbsp;a risk factor for a toxic&nbsp;work&nbsp;environment&nbsp;is&nbsp;managers not&nbsp;being trained,&nbsp;so now would be a great time&nbsp;to&nbsp;start doing that and giving&nbsp;managers and supervisors those&nbsp;tools on better performance conversations because that&#8217;s the way&nbsp;organizations are going to survive if everybody is being teed up for&nbsp;success,&nbsp;and managers supervisors need to be trained&nbsp;to do that.&nbsp;&nbsp;<\/p>\n\n\n\n<p><strong><em>Absolutely.&nbsp;<\/em><\/strong><strong><em>Now that comes to an even more important point. Not just the managers have to be trained but also the&nbsp;<\/em><\/strong><strong><em>HR folks need to have&nbsp;<\/em><\/strong><strong><em>to get trained&nbsp;<\/em><\/strong><strong><em>because now it&#8217;s not something here<\/em><\/strong><strong><em>&nbsp;that most HR folks have gone through before.<\/em><\/strong><strong><em>&nbsp;<\/em><\/strong><strong><em>So now, there should be training for them too, right?<\/em><\/strong>&nbsp;&nbsp;<\/p>\n\n\n\n<p>Yes, we\u2019re all learning a lot and so to not engage in training right now would be silly&nbsp;now&nbsp;more than ever.&nbsp;I know&nbsp;training often gets&nbsp;cut&nbsp;when we&#8217;re worried about cash flow and revenue but we&#8217;re all on a major learning curve,&nbsp;so recognizing that training is super&nbsp;important right now should not be the thing&nbsp;you&#8217;re cutting.&nbsp;<\/p>\n\n\n\n<p><strong><em>I think<\/em><\/strong><strong><em>&nbsp;<\/em><\/strong><strong><em>what you\u2019<\/em><\/strong><strong><em>ve said<\/em><\/strong><strong><em>&nbsp;is<\/em><\/strong><strong><em>&nbsp;basically<\/em><\/strong><strong><em>&nbsp;some of the basic things<\/em><\/strong><strong><em>&nbsp;every company has to do, right<\/em><\/strong><strong><em>?<\/em><\/strong><strong><em>&nbsp;<\/em><\/strong><strong><em>W<\/em><\/strong><strong><em>hether<\/em><\/strong><strong><em>&nbsp;you\u2019re<\/em><\/strong><strong><em>&nbsp;a<\/em><\/strong><strong><em>&nbsp;manager or&nbsp;<\/em><\/strong><strong><em>HR or&nbsp;<\/em><\/strong><strong><em>you\u2019re an&nbsp;<\/em><\/strong><strong><em>entry-level employee or you\u2019re a director<\/em><\/strong><strong><em>,<\/em><\/strong><strong><em>&nbsp;I think they are all on the same boa<\/em><\/strong><strong><em>t<\/em><\/strong><strong><em>&nbsp;in terms of how do they work with the employees<\/em><\/strong><strong><em>, how do they treat their peers, how did they work with the&nbsp;<\/em><\/strong><strong><em>HR.<\/em><\/strong><strong><em>&nbsp;I mean I\u2019m going in the zoom calls&nbsp;<\/em><\/strong><strong><em>every<\/em><\/strong><strong><em>&nbsp;<\/em><\/strong><strong><em>d<\/em><\/strong><strong><em>ay<\/em><\/strong><strong><em>&nbsp;and at the end of the day, I feel like I have done only 30 \u2013 40% of what I do if I am in the normal office. When I go to office,&nbsp;<\/em><\/strong><strong><em>somebody says<\/em><\/strong><strong><em>,&nbsp;<\/em><\/strong><strong><em>\u201cH<\/em><\/strong><strong><em>ey, I am micromanaging my team because I am not seeing them in front of me, right?\u201d&nbsp;<\/em><\/strong>&nbsp;<\/p>\n\n\n\n<p>Yeah, that\u2019s one risk we run.&nbsp;Starting to micromanage,&nbsp;we want to know what everybody is doing.&nbsp;There&#8217;s is this balance and trust. And again, relationships are important.&nbsp;I think whether or not an employee decides&nbsp;if&nbsp;their manager&nbsp;is&nbsp;micromanaging them or not has to do with the relationship&nbsp;thing&nbsp;they have.&nbsp;&nbsp;<\/p>\n\n\n\n<p>Hope you find the&nbsp;quick take on how <a href=\"https:\/\/www.synergita.com\/\">performance management<\/a> and HR management can react post pandemic&nbsp;insightful.&nbsp;Thanks for listening to the podcast\/ reading the blog.&nbsp;Keep your workforce engaged!&nbsp;<\/p>\n","protected":false},"excerpt":{"rendered":"<p>About Our Speaker&nbsp; &nbsp;Catherine is a strategic HR consultant, coach, and trainer, who partners with clients to replace toxic workplace&#8230;<\/p>\n","protected":false},"author":29,"featured_media":7136,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[14,303],"tags":[309,13,311,68],"ppma_author":[28],"yoast_head":"<!-- This site is optimized 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